• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.7
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• pp.4404-4415
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• 2014

This study was carried out to verify the relationship between the job satisfaction and turnover intention of nurses working in general hospitals The study included 312 nurses working in three general hospitals located in Gyeoungpook area. The data was collected by a survey using self-administered questionnaires structured from February 25 to March 16, 2013. The level of turnover intention was negatively correlated with job satisfaction and professional position, autonomy, administrative capacity, pay, task requirement. In logistic regression analysis, the adjusted odds ratio of the high risk turnover intention was increased significantly in the lower groups of job satisfaction, job autonomy, administrative capacity and pay than in the higher groups of these items. Hierarchical multiple regression analysis showed that the turnover intention correlated significantly with the education level, subjective sleep evaluation, job career, job position, monthly pay, satisfaction with work, fitness of the job, career choice motives, physical burden of work, and job satisfaction. In addition, there was a negative correlation between the job satisfaction and turnover intention in the studied nurses, which showed that the turnover intention increased with decreasing level of job satisfaction. The variations in the job related characteristics and job satisfaction have a significant influence on the turnover intention.

• Journal of Convergence for Information Technology
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• v.10 no.2
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• pp.167-175
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• 2020

This study look at the types of conflict that can be the biggest cause of hospital staff turnover, and the project was to provide useful information for stable manpower management of hospital organizations by identifying the factors of can alleviate turnover. The research method collected survey data for administrative and nursing staff from September 16, 2019 to September 30, and conducted t-test, ANOVA, Pearson χ², Regression analysis. According to the analysis, more than half of the respondents said they would relocate if Don't have anything to get from hospital. Factors affecting the Current turnover intention of Administration staff were Superior's egocentric remarks and action, and Unclear job instruction. And Nurses were Superiors' egocentric remarks and action, and Dismissive behavior and unpleasant remarks. Thus, the need to examine organizational culture at the organizational level and organizational culture at the department level was raised.

• Korea Trade Review
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• v.42 no.6
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• pp.69-85
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• 2017

In 2014, India legalized corporate social responsibility(CSR) for foreign companies and enforced it. Meanwhile, one of the Korean companies' concerns is that the turnover rate of employees is very high. Therefore, this study was conducted in four dimensions. First, Korean IT companies in India ought to work on CSR activities so this study investigates to see if CSR can reduce employee turnover rate. Second, the study is to verify whether job embeddedness plays mediating role in the relationship between CSR and 'intention to leave'. Third, the study is also to verify whether organizational identification plays mediating role in the relationship between CSR and 'intention to leave'. Lastly, the study is also to verify whether job embeddedness and organizational identification show dual mediation effect in the relationship between CSR and 'intention to leave'. The results of the study are as follows ; First, CSR does not make any significant effect on 'intention to leave'. Second, job embeddedness and organizational identification show dual mediation effect in the relationship between CSR and 'intention to leave'. So if Korean IT firms in India conduct CSR activities strategically, the activities can eventually reduce the propensity of 'intention to leave'. Based on the results, several implications on Korean IT firms are suggested for reducing the propensity of 'intention to leave' in India, effectively.

• Journal of Venture Innovation
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• v.5 no.3
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• pp.41-55
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• 2022

The purpose of this study is to investigate the effect of Job Embeddedness of members of small and medium-sized construction companies on turnover intention through organizational commitment, targeting employees of small and medium-sized construction companies located in Seoul, Gyeonggi, and Incheon. The significance sampling method was applied as the sampling method, and the number of cases used in the final analysis was 316, and the input data was processed using the SPSS 20.0 program for statistical analysis. As a result of analysis, First, it was found to have a significant negative(-) effect on the turnover intention in suitability and sacrifice as sub-factors of Job Embeddedness of small and medium-sized construction company members, and the correlation between linkage and turnover intention was not significant. Second, it was found to have a significant positive(+) effect on the organizational commitment in suitability, links and sacrifice as sub-factors of job embeddedness of small and medium-sized construction company members. Third, organizational commitment was found to have a significant negative(-) effect on turnover intention. Fourth, organizational commitment was found to completely mediate the relationship between job commitment and turnover intention. Therefore, it was found that the higher the Job embeddedness of the members of small and medium-sized construction companies, the more influential the turnover intention. This suggests that it can have a negative effect on turnover intention by improving the suitability of values pursued by individual members of the organization, work passion, and attachment to the organization.

• Journal of Digital Convergence
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• v.13 no.8
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• pp.207-220
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• 2015

This study empirically analyzed the effects of Emotional Intelligence and work-family conflict on organizational effectiveness such as job performance and turnover in the advertising industry. Analysis results showed that emotional intelligence a significant impact in part on job performance and turnover intention. In particular, the more use of emotion is higher job performance, and the more regulation of emotion is lower turnover intention. Second, work-family conflict is proved on a partially significant impact on organizational effectiveness, and especially family conflicts caused by works was found to increase the degree of turnover. The results of this study suggest that the need for the establishment of appropriate systems and organizational culture which can increase emotional intelligence and reduce family conflict for performance and human resource management of the organization.

• Culinary science and hospitality research
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• v.15 no.4
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• pp.245-258
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• 2009

This study is to theoretically verify the components of job satisfaction and turnover intention of cuisine employees working in the hotel and food service industry and to present some implications for more reasonable and efficient personnel management. Cuisine employees show higher turnover than others do. Change in cuisine employees has an adverse effect on their companies. Additional expenses for hiring and training new employees are needed as well. Consequently, the ways of improving job satisfaction should be sought, since job satisfaction can lower the turnout of the cuisine employees and cut down expenses as well. For the survey, employees working at a hotel located in Daegu were inquired of. Total 254 copies collected and 239 were analyzed for this study(24 was excluded due to the insincere responses). SPSS/WIN 12.0 statistical program was used. The result is that job satisfaction and adequate personnel allotment of the hotel and food industry employees decrease their resignation intention. For efficient management and reduced expenses, plans should be made to increase employees' job satisfaction.

• Culinary science and hospitality research
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• v.18 no.2
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• pp.118-133
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• 2012

The purpose of this study is to investigate the relationships of core-self evaluation, service recovery performance, job satisfaction and turnover intention among frontline staff in the Korean hotel industry. In order to examine the proposed hypotheses, descriptive statistics analysis, frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(10.0) and AMOS(4.0) to explore the relationships among variables. The results showed that core-self evaluation had a significantly positive effect on service recovery performance. In addition, service recovery performance had a significantly positive effect on job satisfaction, while there was no evidence of relationship between service recovery performance and turnover intention. Job satisfaction was explored to have a significant negative effect on turnover intention.

• Journal of the Korea Convergence Society
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• v.11 no.7
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• pp.337-344
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• 2020

This study examines the effects of work-family conflict among public social welfare officers on turnover intentions and verifies the mediating effects of exhaustion and job satisfaction. For research and analysis, the data of a survey conducted by the Nowon District Research Organization were used to determine the actual state of welfare personnel in charge of the community center's home-visiting service, and an analysis was conducted of 146 public social welfare officers from 19 community centers located in the Nowon District. The analysis results show that work-family conflict affects exhaustion but does not have either a direct or indirect effect on turnover intentions. On the basis of these results, the study proposes policy and practical implications for a work-family compatibility support policy to reduce exhaustion and increase job satisfaction among public social welfare officers.

• Journal of Digital Convergence
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• v.15 no.8
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• pp.115-126
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• 2017

Organizational trust is recognized as a factor that is directly linked to the organization's success in the sudden change represented by the 4th Industrial Revolution and uncertainties. This study selected trust and distrust as separate concepts and verified the structural relationship between organizational justice, psychological contract, trust, distrust, and turnover intention. Organizational justice was significant as a antecedents of distrust, whereas psychological contract was antecedents of trust, and distrust only had a significant effect on turnover intention. This result supports that trust and distrust are not one dimensions but two separate concepts. Also, organizational justice had no direct effect on turnover intention and only indirect effect through distrust was significant. This study has implications for both theoretical and practical aspects in terms of identifying the differential effects of trust and distrust.

• Journal of Digital Convergence
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• v.13 no.2
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• pp.205-213
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• 2015

This study is a survey and research attempted to seek the ways of effective human resource management and improving the quality of nursing - targeting the nurses working for the general hospitals - by analyzing the impact of job satisfaction and job stress factors on exhaustion and turnover intentions, so as to find the nurses' turnover factors and remove those factors in advance. Although we cannot raise job satisfaction to the level we are satisfied by monetary compensation, i.e. salary alone, but as seen in this study, it is worth considering such ways as the subjects with high salaries showed relatively higher job satisfaction. Finally, in order to prevent the turnover of the competent nursing staff at an early stage, active systematic supplements and efforts are required; it is also necessary to provide constant job training, by taking into account of the specificity of nursing units and to secure and place adequate nursing staff, and to establish fair and objective promotion criteria.